| 21st Century competition in the final analysis is the talent competition, both in the country, individuals, or between businesses alike. With the continuous development of China’s scientific and technological productivity, technology updates accelerating, increasing the role of talent. As one of the five key coal enterprises in Henan Province, Shangqiu pillars-Henan Shenhuo Group Liangbei mine, staff turnover has affected the future development of coal mines. In order to avoid defeat in the competition by the counterparts, Liangbei mine must recognize their own shortcomings in terms of human resource development and find the cause and propose strategies to respond to market competition.By studying literature about the brain drain, we get a lot of theories about how to prevent brain drain in enterprises, and through interviews and surveys collect the actual information about employee turnover of Liangbei coal mine in Henan Shenhuo Group, including age loss, loss of jobs, loss of education, loss of home address near and far, loss of enterprises in the same condition. On this basis, we use inductive analysis to summarize all the data, summarizing, analyzing, describing the key factors affecting staff turnover in the coal Shenhuo Group Liangbei, finding the root cause of employee turnover, that is too low salary, the lack of corporate culture, neglecting staff training, irrational employment and allocation mechanism, the lack of performance evaluation mechanism, weak incentive mechanism and so on. General speaking, companies do not pay full attention to the building of human resources from a strategic height, not synchronizing talent development and economic development. After analyzing the root causes of staff turnover in Shenhuo Group Liangbei mine, we propose the conclusion that in order to deal with this problem,we should start with improving the treatment of employees, shaping corporate culture and establishing a fair and effective performance appraisal system, building an attractive salary system and incentives, and ultimately establishing a mechanism for the theme of the talent competition use mechanism. Meanwhile this paper also proposes evaluated feedback of strategies of staff turnover. while there are still some shortcomings to be further researched and discussed, we obtain certain results. |
